{"id":48028,"date":"2025-10-27T06:05:12","date_gmt":"2025-10-27T06:05:12","guid":{"rendered":"https:\/\/mondaysimon.com\/?p=48028"},"modified":"2026-01-31T13:27:10","modified_gmt":"2026-01-31T13:27:10","slug":"new-manager-guide","status":"publish","type":"post","link":"https:\/\/mondaysimon.com\/fr\/new-manager-guide\/","title":{"rendered":"The Ultimate Guide for The New Manager"},"content":{"rendered":"\n<div class=\"gb-element-86b1f60c\">\n<h3 class=\"gb-text-1236499f\"><span class=\"gb-shape\"><svg aria-hidden=\"true\" role=\"img\" height=\"1em\" width=\"1em\" viewBox=\"0 0 576 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path fill=\"currentColor\" d=\"M259.3 17.8L194 150.2 47.9 171.5c-26.2 3.8-36.7 36.1-17.7 54.6l105.7 103-25 145.5c-4.5 26.3 23.2 46 46.4 33.7L288 439.6l130.7 68.7c23.2 12.2 50.9-7.4 46.4-33.7l-25-145.5 105.7-103c19-18.5 8.5-50.8-17.7-54.6L382 150.2 316.7 17.8c-11.7-23.6-45.6-23.9-57.4 0z\"><\/path><\/svg><\/span><span class=\"gb-text\">Key takeaways <\/span><\/h3>\n\n\n\n<ul class=\"wp-block-list monday-list\">\n<li><strong>Kill the Hero Manager:<\/strong> Your success is no longer about your own output; it\u2019s about the output of your team. Stop trying to prove yourself by fixing every problem personally. If your team can\u2019t perform without you in the room, you aren&rsquo;t managing, you&rsquo;re just micromanaging toward burnout.<\/li>\n\n\n\n<li><strong>Translate Ambiguity into SMART Goals:<\/strong> Vague instructions like \u00ab\u00a0be more proactive\u00a0\u00bb kill performance because nobody knows what \u00ab\u00a0good\u00a0\u00bb looks like. Give your team a finish line they can actually see by setting 3\u20135 specific, measurable goals that connect their daily grind to the company\u2019s bigger mission.<\/li>\n\n\n\n<li><strong>Master the FIAC Feedback Loop:<\/strong> Don&rsquo;t avoid tough talks or drop \u00ab\u00a0truth bombs.\u00a0\u00bb Stick to the <strong>Fact<\/strong>, explain the <strong>Impact<\/strong>, <strong>Ask<\/strong> for their perspective, and agree on how to <strong>Continue<\/strong>. Fast, factual corrections delivered in private beat a \u00ab\u00a0perfect\u00a0\u00bb annual review every single time.<\/li>\n\n\n\n<li><strong>Treat 1:1s as Non-Negotiable Maintenance:<\/strong> A one-on-one is where you catch issues before they explode and build real trust. Canceling these meetings is like skipping maintenance on a plane because you&rsquo;re \u00ab\u00a0too busy flying\u00a0\u00bb; eventually, you\u2019re going to crash.<\/li>\n\n\n\n<li><strong>Delegate the Outcome, Not the Process:<\/strong> Tell your team <em>what<\/em> success looks like and <em>why<\/em> it matters, but let them own the <em>how<\/em>. Defining every single step kills initiative and trains your team to stop thinking. Give them the context and the goal, then get out of the way.<\/li>\n<\/ul>\n<\/div>\n\n\n\n<div class=\"wp-block-rank-math-toc-block\" id=\"rank-math-toc\"><h2>Table of Contents<\/h2><nav><ul><li><a href=\"#1-what-nobody-teaches-you-about-becoming-a-manager\">1. What Nobody Teaches You About Becoming a New Manager<\/a><ul><li><a href=\"#from-doing-to-enabling\">From \u201cDoing\u201d to \u201cEnabling\u201d<\/a><\/li><li><a href=\"#the-invisible-curriculum-of-management\">The Invisible Curriculum of Management<\/a><\/li><\/ul><\/li><li><a href=\"#2-clarity-before-charisma-set-direction-people-can-follow\">2. Clarity Before Charisma: How a New Manager Sets Direction People Can Follow<\/a><ul><li><a href=\"#why-vague-goals-kill-performance\">Why Vague Goals Kill Performance<\/a><\/li><li><a href=\"#write-smart-goals-that-humans-understand\">Write SMART Goals That Humans Understand<\/a><\/li><li><a href=\"#connect-team-goals-to-company-direction\">Connect Team Goals to Company Direction<\/a><\/li><\/ul><\/li><li><a href=\"#2-build-development-plans-for-your-team\">3. Build Development Plans That Keep Your Team Growing\u00a0<\/a><\/li><li><a href=\"#3-feedback-the-skill-that-defines-real-managers\">4. Feedback: The Skill That Defines Every Great New Managers<\/a><ul><li><a href=\"#why-feedback-fails-so-often\">4. Feedback: The Skill That Defines Real Managers<\/a><\/li><li><a href=\"#the-fiac-framework-fact-\u2192-impact-\u2192-ask-\u2192-continue\">The FIAC Framework: Fact \u2192 Impact \u2192 Ask \u2192 Continue<\/a><\/li><li><a href=\"#timing-beats-perfection\">Feedback Timing Beats Feedback Perfection<\/a><\/li><li><a href=\"#handling-emotional-reactions\">Handling Emotional Reactions<\/a><\/li><li><a href=\"#build-a-feedback-culture-with-your-own-team\">Build a Feedback Culture with your own team<\/a><\/li><\/ul><\/li><li><a href=\"#4-coaching-and-one-on-ones-where-management-actually-happens\">5. Coaching and One-on-Ones: Where Management Actually Happens<\/a><ul><li><a href=\"#why-1-1-s-are-non-negotiable\">Why 1:1s Are Non-Negotiable<\/a><\/li><li><a href=\"#structure-that-works\">One on one Structure That Works<\/a><\/li><li><a href=\"#from-manager-to-coach\">From Manager to Coach<\/a><\/li><\/ul><\/li><li><a href=\"#5-delegation-and-trust-stop-micromanaging-start-multiplying\">6. Delegation and Trust: Stop Micromanaging<\/a><ul><li><a href=\"#why-new-managers-struggle-to-let-go\">Why New Managers Struggle to Let Go<\/a><\/li><li><a href=\"#delegate-like-a-pro\">Delegate Like a Pro<\/a><\/li><li><a href=\"#delegation-matrix\">Delegation Matrix for new managers<\/a><\/li><\/ul><\/li><li><a href=\"#6-building-a-performance-system-that-keeps-you-sane\">7. Building a Performance System That Keeps You Sane<\/a><ul><li><a href=\"#the-three-systems-you-need-running\">The Three Systems You Need Running<\/a><\/li><li><a href=\"#running-a-performance-conversation\">Running a Performance Conversation<\/a><\/li><li><a href=\"#simple-kpi-dashboard\">Simple KPI Dashboard<\/a><\/li><\/ul><\/li><li><a href=\"#7-managing-up-and-sideways-influence-beyond-your-team\">8. Managing Up and Sideways: How New Managers Influence Without Authority<\/a><ul><li><a href=\"#how-to-manage-up\">How to Manage Up<\/a><\/li><li><a href=\"#how-to-manage-sideways\">How to Manage Sideways<\/a><\/li><\/ul><\/li><li><a href=\"#8-managing-yourself-consistency-beats-charisma\">9. Managing Yourself: How Consistency Beats Charisma for Every New Manager<\/a><ul><li><a href=\"#create-your-weekly-rhythm\">Create Your Weekly Rhythm<\/a><\/li><li><a href=\"#find-your-support-system\">Find Your Support System<\/a><\/li><\/ul><\/li><li><a href=\"#9-the-manager-growth-roadmap\">10. The New Manager Growth Roadmap<\/a><ul><li><a href=\"#step-1-audit-your-skills-honestly\">Step 1: Audit Your manager skills<\/a><\/li><li><a href=\"#step-2-create-your-personal-development-system\">Step 2: Create Your Personal Development System<\/a><ul><li><a href=\"#your-manager-development-routine\">Your Manager Development Routine<\/a><\/li><\/ul><\/li><li><a href=\"#step-3-manage-your-career-like-you-manage-your-team\">Step 3: Manage Your Career Like You Manage Your Team<\/a><\/li><li><a href=\"#step-4-learn-to-balance-empathy-and-accountability\">Step 4: Learn to Balance Empathy and Accountability<\/a><\/li><li><a href=\"#step-5-prepare-for-your-next-level\">Step 5: Prepare for Your Next Level<\/a><\/li><\/ul><\/li><li><a href=\"#10-the-systems-that-make-you-a-great-manager\">11. The Systems That Make You a Great New Manager<\/a><\/li><li><a href=\"#11-the-truth-nobody-tells-you-about-management\">12. The Truth Nobody Tells You About Management<\/a><\/li><li><a href=\"#14-conclusion-the-best-managers-are-made-on-monday-morning\">13. The Best Managers Are Made on Monday Morning<\/a><\/li><\/ul><\/nav><\/div>\n\n\n\n<p>Becoming a <a href=\"\/?cat_ID=3\">new manager<\/a> is one of the hardest professional transitions you will ever face. The skills that got you promoted speed, expertise, individual performance are not the skills that will now make you succeed. Yet, almost no organization prepares you for the shift. You\u2019re told to \u201clead,\u201d \u201ccommunicate,\u201d and \u201cset the example\u201d but rarely <em>how<\/em>.<\/p>\n\n\n\n<figure class=\"wp-block-image size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"972\" height=\"902\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/Screenshot-2568-10-26-at-13.09.25.jpg\" alt=\"\" class=\"wp-image-48029\" style=\"width:548px;height:auto\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/Screenshot-2568-10-26-at-13.09.25.jpg 972w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/Screenshot-2568-10-26-at-13.09.25-300x278.jpg 300w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/Screenshot-2568-10-26-at-13.09.25-768x713.jpg 768w\" sizes=\"auto, (max-width: 972px) 100vw, 972px\" \/><\/figure>\n\n\n\n<p><\/p>\n\n\n\n<p>I write this guide as a practical roadmap built from real management trenches on how to set direction, give feedback that sticks, build trust without burning out, and make your team actually perform.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"1-what-nobody-teaches-you-about-becoming-a-manager\">1. <strong>What Nobody Teaches You About Becoming a New Manager<\/strong><\/h2>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"from-doing-to-enabling\"><strong>From \u201cDoing\u201d to \u201cEnabling\u201d<\/strong><\/h3>\n\n\n\n<p>The biggest mental shift for any new manager is realizing that success no longer comes from <em>your<\/em> output. It comes from the output of <em>others<\/em>. <\/p>\n\n\n\n<p>This feels uncomfortable. You were promoted because you were great at doing. Now you must create the conditions for other people to succeed. That means less control, slower feedback loops, and higher emotional load.<\/p>\n\n\n\n<p>Ideally you want to be in a position to anticipate what&rsquo;s coming ahead of you before your new manager role. Learn more about <a href=\"https:\/\/mondaysimon.com\/fr\/new-manager-tips\/\" target=\"_blank\" rel=\"noreferrer noopener\">New manager tips.<\/a><\/p>\n\n\n\n<p>The Hero-Manager Trap:<strong><br><\/strong>Most first-time managers try to prove themselves by fixing everything personally. This is a common trap to come across \u201clikable\u201d by the teams. It feels faster to win hears and it you can get quick praise for it. Your team thinks \u201cYou have my back\u201d. But it silently trains the team to wait for you to save them. The long-term result is burnout, dependency, and mediocrity.<\/p>\n\n\n\n<p>Your new definition of success: \u201cI succeed when my team performs well without me in the room.\u201d<\/p>\n\n\n\n<p>Monday-Morning Test: Open your calendar. Highlight every task that could be done by someone else. Start planning the hand-off. Management begins when delegation starts.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"the-invisible-curriculum-of-management\"><strong>The Invisible Curriculum of Management<\/strong><\/h3>\n\n\n\n<p>There\u2019s a hidden syllabus nobody hands you:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Feedback. How to tell someone they\u2019re failing without destroying trust.<\/li>\n\n\n\n<li>Prioritization. How to focus the team when everything feels urgent.<\/li>\n\n\n\n<li>Team goal setting. How to write <a href=\"https:\/\/mondaysimon.com\/fr\/smart-goals\/\" data-type=\"post\" data-id=\"48154\">SMART goals<\/a> for the team when you were used to handling your individual goals only.&nbsp;<\/li>\n\n\n\n<li>Coaching. How to ask questions that make people think.<\/li>\n\n\n\n<li>Recruiting. How to create a <a href=\"https:\/\/mondaysimon.com\/fr\/recruitment-process\/\" data-type=\"post\" data-id=\"48299\">recruitment process<\/a> for the first time and avoid the top recurring mistakes.&nbsp;<\/li>\n\n\n\n<li>Boundaries. How to protect your time and energy so you don\u2019t drown in noise.<\/li>\n<\/ul>\n\n\n\n<p>Most new managers learn these by painful trial and error. This guide accelerates the learning curve.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"2-clarity-before-charisma-set-direction-people-can-follow\"><strong>2. Clarity Before Charisma: How a New Manager Sets Direction People Can Follow<\/strong><\/h2>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"why-vague-goals-kill-performance\"><strong>Why Vague Goals Kill Performance<\/strong><\/h3>\n\n\n\n<p>Teams don\u2019t fail because people are lazy; they fail because they don\u2019t know what \u201cgood\u201d looks like.<br>Common vague goals:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><em>\u201cImprove quality.\u201d<\/em><\/li>\n\n\n\n<li><em>\u201cIncrease engagement.\u201d<\/em><\/li>\n\n\n\n<li><em>\u201cBe more proactive.\u201d<\/em><\/li>\n<\/ul>\n\n\n\n<p>None of these mean anything measurable. A new manager must translate abstraction into clarity.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"write-smart-goals-that-humans-understand\"><strong>Write SMART Goals That Humans Understand<\/strong><\/h3>\n\n\n\n<p>Don&rsquo;t get lost with complex directions and prioritize SMART goals. SMART means Specific, Measurable, Achievable, Relevant, Time-bound.<br>A clear goal sounds like this:<\/p>\n\n\n\n<p>\u201cReduce sales cycle time from 100 days to 60 days by December\u201d<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"532\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/smart-goal-example-1024x532.jpg\" alt=\"\" class=\"wp-image-48030\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/smart-goal-example-1024x532.jpg 1024w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/smart-goal-example-300x156.jpg 300w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/smart-goal-example-768x399.jpg 768w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/smart-goal-example-1536x798.jpg 1536w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/smart-goal-example.jpg 1600w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p>That\u2019s tangible. Everyone knows the finish line and the timeline.<\/p>\n\n\n\n<p><strong>The practical flow:<\/strong><\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>Identify the top three outcomes that truly move the business.<\/li>\n\n\n\n<li>Rewrite them as SMART goals.<\/li>\n\n\n\n<li>Assign clear owners.<\/li>\n\n\n\n<li>Review progress weekly, not yearly.<br><\/li>\n<\/ol>\n\n\n\n<p>When setting goals, do not get carried away. My advice is to set at least 3 measurable clear goals rather than 6-7 that are not properly defined.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"connect-team-goals-to-company-direction\"><strong>Connect Team Goals to Company Direction<\/strong><\/h3>\n\n\n\n<p>Good managers translate strategy into action.<br>Ask your boss three simple questions:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>\u201cWhat are the top company priorities this quarter?\u201d<\/li>\n\n\n\n<li>\u201cHow does my team contribute directly?\u201d<\/li>\n\n\n\n<li>\u201cHow will success be measured?\u201d<\/li>\n<\/ol>\n\n\n\n<p>Once you know that, repeat it to your team, often. Repetition builds alignment BUT do not delegate the department goals to your team either. Understand the contribution of each individual to each collective goals instead. Otherwise you will unload unfair expectations on your team\u2019s shoulders.&nbsp;<\/p>\n\n\n\n<p>Monday-Morning Test: Pick one fuzzy team goal and rewrite it into a SMART one today. Share it in your next team meeting and ask, <em>\u201cDoes everyone understand what success looks like?\u201d<\/em><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"2-build-development-plans-for-your-team\"><strong>3. Build Development Plans That Keep Your Team Growing&nbsp;<\/strong><\/h2>\n\n\n\n<p>Team members stay motivated long term because they see what\u2019s in there for them under your supervision. And granted, it\u2018s not all about money. You can keep someone short term with an interesting salary and incentive plan, but you will struggle to retain them on the long run. Is your team developing their career in a direction that meets your department\u2019s objective?&nbsp;<\/p>\n\n\n\n<p>Your duty as a new manager is to identify which competencies need to be developed and to create an action plan for it.&nbsp;<\/p>\n\n\n\n<p>My advice is to not create a lot of development plans for too many <a href=\"https:\/\/mondaysimon.com\/fr\/competencies\/\" target=\"_blank\" data-type=\"post\" data-id=\"48193\" rel=\"noreferrer noopener\">competencies<\/a>, build a few that matter only.&nbsp;<\/p>\n\n\n\n<p><strong>Ensure :&nbsp;<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Competencies selected meet a future career path in case you are dealing with a <a href=\"https:\/\/mondaysimon.com\/fr\/high-performers\/\" target=\"_blank\" data-type=\"post\" data-id=\"48254\" rel=\"noreferrer noopener\">high performers<\/a><\/li>\n\n\n\n<li>Competencies selected meet foundational competency requirement needs in case of a medium performer (have them meet current expectation first).&nbsp;<\/li>\n<\/ul>\n\n\n\n<p>Once identified, craft an Individual Development Plan. This development plan must be reviewed each time you perform a one on one with your team and adjust the results. As you go.<\/p>\n\n\n\n<p>Here is a link to my <a href=\"https:\/\/simoncarvi.substack.com\/p\/my-idp-template\" target=\"_blank\" rel=\"noopener\">IDP template. <\/a><\/p>\n\n\n\n<p>Once the IDP is created, ensure it is linked to both <a href=\"https:\/\/mondaysimon.com\/fr\/kpis-and-okrs\/\" target=\"_blank\" data-type=\"post\" data-id=\"48183\" rel=\"noreferrer noopener\">KPIs and OKRs<\/a>.<\/p>\n\n\n\n<figure class=\"wp-block-image size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"1024\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/IDP-ACTION-PLAN.jpg\" alt=\"\" class=\"wp-image-48031\" style=\"width:597px;height:auto\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/IDP-ACTION-PLAN.jpg 1024w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/IDP-ACTION-PLAN-300x300.jpg 300w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/IDP-ACTION-PLAN-150x150.jpg 150w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/IDP-ACTION-PLAN-768x768.jpg 768w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"3-feedback-the-skill-that-defines-real-managers\"><strong>4. Feedback: The Skill That Defines Every Great New Managers<\/strong><\/h2>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"why-feedback-fails-so-often\"><strong>Why Feedback Fails So Often<\/strong><\/h3>\n\n\n\n<p>Most new managers either avoid feedback or deliver it so harshly that the team shuts down. As a general rule:<\/p>\n\n\n\n<div>\n<ul class=\"wp-block-list\">\n<li>Avoiders hope problems fix themselves. They never do.<\/li>\n\n\n\n<li>Over-correctors drop truth bombs and damage trust.<\/li>\n<\/ul>\n<\/div>\n\n\n\n<p>Effective feedback is clear, fast, and respectful. It\u2019s a skill, not a personality trait.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"the-fiac-framework-fact-\u2192-impact-\u2192-ask-\u2192-continue\"><strong>The FIAC Framework: Fact \u2192 Impact \u2192 Ask \u2192 Continue<\/strong><\/h3>\n\n\n\n<p>A simple method that keeps conversations factual and forward-looking is the <a href=\"https:\/\/mondaysimon.com\/fr\/fiac-feedback\/\" data-type=\"post\" data-id=\"48199\">FIAC Feedback<\/a>. Remember it by heart, especially to give tough operational feedback.<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>Fact: Describe what happened\u2014no judgment.<br>\u2003&gt; \u201cYou missed the client update on Tuesday.\u201d<br><\/li>\n\n\n\n<li>Impact: Explain why it matters.<br>\u2003&gt; \u201cThe client had to chase us, and it hurt our credibility.\u201d<br><\/li>\n\n\n\n<li>Ask: Invite their view.<br>\u2003&gt; \u201cWhat happened?\u201d \/ \u201cWhat got in the way?\u201d<br><\/li>\n\n\n\n<li>Continue: Agree on the next step.<br>\u2003&gt; \u201cLet\u2019s send all client updates before 3 p.m. next time.\u201d<\/li>\n<\/ol>\n\n\n\n<figure class=\"wp-block-image size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"1024\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/FIAC.jpg\" alt=\"\" class=\"wp-image-48032\" style=\"width:381px;height:auto\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/FIAC.jpg 1024w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/FIAC-300x300.jpg 300w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/FIAC-150x150.jpg 150w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/FIAC-768x768.jpg 768w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p><strong>The FIAC framework<\/strong>s<strong> turns confrontation into collaboration.<\/strong><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"timing-beats-perfection\"><strong>Feedback Timing Beats Feedback Perfection<\/strong><\/h3>\n\n\n\n<p>The perfect moment to give feedback never comes. Feedback loses 80 % of its power if you wait more than a week.<br>Short, frequent corrections work better than dramatic performance reviews.<\/p>\n\n\n\n<p>Good rule: Praise in public, correct in private, document in writing during one on ones.&nbsp;<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"handling-emotional-reactions\"><strong>Handling Emotional Reactions<\/strong><\/h3>\n\n\n\n<p>You will face silence, tears, or defensiveness. Stay calm and hold the space. Here are common \u201cdifficult\u201d new situations new manager faces with their teams:&nbsp;<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Reaction<\/strong><\/td><td><strong>What It Means<\/strong><\/td><td><strong>Your Move<\/strong><\/td><\/tr><tr><td>Silence<\/td><td>Shock \/ Fear<\/td><td>Pause. Say \u201cTake your time. I\u2019ll check in tomorrow.\u201d<\/td><\/tr><tr><td>Defensive<\/td><td>Ego \/ Threat<\/td><td>Return to facts. \u201cI hear you. Let\u2019s look at what actually happened.\u201d<\/td><\/tr><tr><td>Tearful<\/td><td>Overload<\/td><td>Empathy first, solution later. \u201cLet\u2019s take 5 and continue when you\u2019re ready.\u201d<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p>Your goal is not to \u201cwin\u201d the conversation, it\u2019s to not hide from the conversations and reopen the learning channel. You can open our guidelines and tools, <a href=\"https:\/\/mondaysimon.com\/fr\/manager-tools-chatgpt-for-feedback-conversations\/\" target=\"_blank\" data-type=\"post\" data-id=\"48112\" rel=\"noreferrer noopener\">GPT for feedback conversations<\/a>, for handling emotional reactions.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"build-a-feedback-culture-with-your-own-team\"><strong>Build a Feedback Culture with your own team<\/strong><\/h3>\n\n\n\n<p>Encourage team members to give you feedback too:<\/p>\n\n\n\n<p><em>\u201cWhat\u2019s one thing I could do differently to help you perform better?\u201d<\/em><\/p>\n\n\n\n<p>You\u2019ll model the behavior you want. The trap I see from managers with good will is that they fall in the trap of asking too many feedback questions from their team. To be clear, you are not asking authorization questions to manage. The feedback you ask for you to grow must open and asked within a clear context.&nbsp;<\/p>\n\n\n\n<p>Monday-Morning Test: In your one on ones, systematically include one feedback question to collect for yourself.&nbsp;<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"4-coaching-and-one-on-ones-where-management-actually-happens\"><strong>5. Coaching and One-on-Ones: Where Management Actually Happens<\/strong><\/h2>\n\n\n\n<p>Most companies tell managers to \u201ccommunicate more.\u201d<br>And again, they rarely tell you <em>how<\/em>. The best way is the oldest: structured, recurring, one-on-one conversations.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"why-1-1-s-are-non-negotiable\"><strong>Why 1:1s Are Non-Negotiable<\/strong><\/h3>\n\n\n\n<p>A <a href=\"https:\/\/mondaysimon.com\/fr\/one-on-one\/\" target=\"_blank\" data-type=\"post\" data-id=\"48136\" rel=\"noreferrer noopener\">one-on-one<\/a> is not a \u201cnice to have.\u201d It is your main system for:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>catching issues before they explode,<\/li>\n\n\n\n<li>understanding motivation<\/li>\n\n\n\n<li>giving micro-feedback<\/li>\n\n\n\n<li>reinforcing trust.<\/li>\n<\/ul>\n\n\n\n<p>Canceling a <a href=\"https:\/\/mondaysimon.com\/fr\/one-on-one\/\" data-type=\"post\" data-id=\"48136\">one on one meeting<\/a> is like canceling maintenance on a plane because you\u2019re too busy flying it.<\/p>\n\n\n\n<p>My ideal recommendation cadence: 30-1 hour every month or 45 minutes every two weeks.<br>Shorter, frequent meetings beat marathon catch-ups.<\/p>\n\n\n\n<p>I am not too keen with the idea of weekly one on one, otherwise you fall in the trap of running operational meetings with your team. And yes, a one on one is NOT an operational meeting with your team.&nbsp;<\/p>\n\n\n\n<figure class=\"wp-block-image size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"800\" height=\"800\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/one-on-ones-1.jpg\" alt=\"\" class=\"wp-image-48033\" style=\"width:376px;height:auto\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/one-on-ones-1.jpg 800w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/one-on-ones-1-300x300.jpg 300w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/one-on-ones-1-150x150.jpg 150w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/one-on-ones-1-768x768.jpg 768w\" sizes=\"auto, (max-width: 800px) 100vw, 800px\" \/><\/figure>\n\n\n\n<p><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"structure-that-works\">One on one <strong>Structure That Works<\/strong><\/h3>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Time<\/strong><\/td><td><strong>Focus<\/strong><\/td><td><strong>Questions to Ask<\/strong><\/td><\/tr><tr><td>5 min<\/td><td>Personal check-in<\/td><td>\u201cHow are things?\u201d \u201cAnything outside work affecting focus?\u201d<\/td><\/tr><tr><td>10 min<\/td><td>Performance Progress &amp; feedback<\/td><td>\u201cWhat went well this week?\u201d \u201cWhat\u2019s stuck?\u201d &#8211; Giving feedback on performance&nbsp;<\/td><\/tr><tr><td>10 min<\/td><td>Development progress &amp; Feedback<\/td><td>\u201cWhere are we from the development plan\u201d<\/td><\/tr><tr><td>5 min<\/td><td>Feedback for yourself&nbsp;<\/td><td>\u201cWhat can I do better to support the delivery of our performance and \/ or development objectives\u201d?&nbsp;<\/td><\/tr><tr><td>5 min<\/td><td>Wrap-up<\/td><td>\u201cWhat will you do before our next meeting?\u201d<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p>Important : Document 2-3 bullet points each time. Follow up next week. Consistency builds credibility.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"from-manager-to-coach\"><strong>From Manager to Coach<\/strong><\/h3>\n\n\n\n<p>Coaching isn\u2019t therapy or motivational speeches. You\u2019re not giving answers, you\u2019re unlocking them. Don&rsquo;t fall in the trap of telling what to do. <\/p>\n\n\n\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"600\" height=\"400\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/one-on-ones-2.jpg\" alt=\"\" class=\"wp-image-48034\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/one-on-ones-2.jpg 600w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/one-on-ones-2-300x200.jpg 300w\" sizes=\"auto, (max-width: 600px) 100vw, 600px\" \/><\/figure>\n\n\n\n<p><br>Instead, put your coach hat on and ask questions that make people think. Use the <a href=\"https:\/\/mondaysimon.com\/fr\/grow-coaching-model\/\" target=\"_blank\" data-type=\"post\" data-id=\"48238\" rel=\"noreferrer noopener\">GROW coaching model<\/a> for that:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Goal: \u201cWhat do you want to achieve?\u201d<\/li>\n\n\n\n<li>Reality: \u201cWhat\u2019s happening now?\u201d<\/li>\n\n\n\n<li>Options: \u201cWhat could you try?\u201d<\/li>\n\n\n\n<li>Way forward: \u201cWhat will you do next?\u201d<br><\/li>\n<\/ul>\n\n\n\n<figure class=\"wp-block-image size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"1024\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/the-grow-model.jpg\" alt=\"\" class=\"wp-image-48036\" style=\"width:337px;height:auto\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/the-grow-model.jpg 1024w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/the-grow-model-300x300.jpg 300w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/the-grow-model-150x150.jpg 150w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/the-grow-model-768x768.jpg 768w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p>Monday-Morning Test: Integrate coaching in your 1-1s. You are switching to your coaching hat when it comes to the development plan conversation. It means to identify a set of competency and skills your subordinate needs to develop, which requires coaching to help them grow.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"5-delegation-and-trust-stop-micromanaging-start-multiplying\"><strong>6. Delegation and Trust: Stop Micromanaging<\/strong><\/h2>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"why-new-managers-struggle-to-let-go\"><strong>Why New Managers Struggle to Let Go<\/strong><\/h3>\n\n\n\n<div>\n<p>Delegation feels risky. You think, <em>\u201cI can do it faster myself.\u201d<br><\/em>You can but that\u2019s not the point. Your job now is to scale outcomes through others.<\/p>\n<\/div>\n\n\n\n<p>Refusing to delegate teaches two things:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>You don\u2019t trust your team.<\/li>\n\n\n\n<li>They shouldn\u2019t make decisions without you.<\/li>\n<\/ol>\n\n\n\n<p><span style=\"text-decoration: underline;\">Both kill initiative.<\/span><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"delegate-like-a-pro\"><strong>Delegate Like a Pro<\/strong><\/h3>\n\n\n\n<ol class=\"wp-block-list\">\n<li>Define the outcome, not the process.<br> \u201cDeliver a 2-page summary for the board by Friday,\u201d not \u201cUse this template, this font, and CC me on every draft.\u201d<br><\/li>\n\n\n\n<li>Give context.<strong><br><\/strong> Explain <em>why<\/em> the task matters, people perform better when they see impact.<br><\/li>\n\n\n\n<li>Check understanding.<strong><br><\/strong> Ask them to restate deliverables in their own words.<br><\/li>\n\n\n\n<li>Set milestones, not micromanagement.<br> \u201cLet\u2019s check progress Wednesday,\u201d instead of daily messages.<br><\/li>\n\n\n\n<li>Celebrate completion, debrief mistakes.<strong><br><\/strong> Use every task as a learning loop.<br><\/li>\n<\/ol>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"delegation-matrix\"><strong>Delegation Matrix<\/strong> for new managers<\/h3>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Task Type<\/strong><\/td><td class=\"has-text-align-center\" data-align=\"center\"><strong>Keep<\/strong><\/td><td class=\"has-text-align-center\" data-align=\"center\"><strong>Delegate<\/strong><\/td><td class=\"has-text-align-center\" data-align=\"center\"><strong>Automate \/ Eliminate<\/strong><\/td><\/tr><tr><td>Strategic planning<\/td><td class=\"has-text-align-center\" data-align=\"center\">\u2705<\/td><td class=\"has-text-align-center\" data-align=\"center\"><\/td><td class=\"has-text-align-center\" data-align=\"center\"><\/td><\/tr><tr><td>Routine reporting<\/td><td class=\"has-text-align-center\" data-align=\"center\"><\/td><td class=\"has-text-align-center\" data-align=\"center\">\u2705<\/td><td class=\"has-text-align-center\" data-align=\"center\"><\/td><\/tr><tr><td>Admin follow-ups<\/td><td class=\"has-text-align-center\" data-align=\"center\"><\/td><td class=\"has-text-align-center\" data-align=\"center\">\u2705<\/td><td class=\"has-text-align-center\" data-align=\"center\">\u2705<\/td><\/tr><tr><td>Low-value meetings<\/td><td class=\"has-text-align-center\" data-align=\"center\"><\/td><td class=\"has-text-align-center\" data-align=\"center\"><\/td><td class=\"has-text-align-center\" data-align=\"center\">\u2705<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p>Monday-Morning Test: List everything on your to-do list. Circle one task that someone on your team <em>could<\/em> own. Hand it off today, even if imperfectly.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"6-building-a-performance-system-that-keeps-you-sane\"><strong>7. Building a Performance System That Keeps You Sane<\/strong><\/h2>\n\n\n\n<p><a href=\"https:\/\/mondaysimon.com\/fr\/performance-management\/\" data-type=\"post\" data-id=\"48247\">Performance management<\/a> sounds bureaucratic, but it\u2019s just a rhythm of clarity and follow-up.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"the-three-systems-you-need-running\"><strong>The Three Systems You Need Running<\/strong><\/h3>\n\n\n\n<ol class=\"wp-block-list\">\n<li>Goals \u2192 Alignment<strong><br><\/strong> Everyone knows what success looks like.<br><\/li>\n\n\n\n<li>Feedback \u2192 Improvement<strong><br><\/strong> Issues addressed fast, not stored for annual reviews.<br><\/li>\n\n\n\n<li>Check-ins \u2192 Accountability<br> Data reviewed, progress discussed, next steps set.<\/li>\n<\/ol>\n\n\n\n<p>If you\u2019re missing one, you loose track and your team will loose focus (and so will you).&nbsp;Ensure you set a rhythm that works. <\/p>\n\n\n\n<figure class=\"wp-block-image size-large is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"683\" height=\"1024\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/feedback-process-683x1024.jpg\" alt=\"\" class=\"wp-image-48037\" style=\"width:347px;height:auto\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/feedback-process-683x1024.jpg 683w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/feedback-process-200x300.jpg 200w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/feedback-process.jpg 700w\" sizes=\"auto, (max-width: 683px) 100vw, 683px\" \/><\/figure>\n\n\n\n<p><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"running-a-performance-conversation\"><strong>Running a Performance Conversation<\/strong><\/h3>\n\n\n\n<p>Forget the scripted corporate forms. Use this 15-minute structure:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>Review outcomes: \u201cOur goal was X; we achieved Y.\u201d<\/li>\n\n\n\n<li>Discuss behaviors: \u201cWhat helped?\u201d \u201cWhat got in the way?\u201d<\/li>\n\n\n\n<li>Agree on adjustments: \u201cWhat do you suggest to improve\u201d&nbsp;<\/li>\n\n\n\n<li>Document key points: one email summary, no novel needed.<\/li>\n<\/ol>\n\n\n\n<p>Make it routine, not dramatic.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"simple-kpi-dashboard\"><strong>Simple KPI Dashboard<\/strong><\/h3>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Area<\/strong><\/td><td><strong>Metric<\/strong><\/td><td><strong>Target<\/strong><\/td><td><strong>Owner<\/strong><\/td><\/tr><tr><td>Customer response time<\/td><td>Hours to first reply<\/td><td>\u2264 24 h<\/td><td>Ops Lead<\/td><\/tr><tr><td>Project delivery<\/td><td>On-time completion rate<\/td><td>\u2265 95 %<\/td><td>Project Mgr<\/td><\/tr><tr><td>Engagement<\/td><td>Team satisfaction pulse<\/td><td>\u2265 8 \/ 10<\/td><td>All<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p>Share progress on every one on ones. Transparency drives accountability.<\/p>\n\n\n\n<p>Monday-Morning Test:<strong><br><\/strong>Pick 3 metrics you can track monthly. Start plotting them today, even a simple spreadsheet if your company does not have a clear performance management system in place.&nbsp;<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"7-managing-up-and-sideways-influence-beyond-your-team\"><strong>8. Managing Up and Sideways: How New Managers Influence Without Authority<\/strong><\/h2>\n\n\n\n<p>Great managers don\u2019t just manage people; they manage context. Half your success depends on how well you align with your boss and peers.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"how-to-manage-up\"><strong>How to Manage Up<\/strong><\/h3>\n\n\n\n<p>Your boss hates surprises. Keep them informed, not overloaded.<br>Use a weekly or monthly update rhythm depending on your company\u2019s culture:<\/p>\n\n\n\n<p>Three-line email formula:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>Here\u2019s what\u2019s working.<\/li>\n\n\n\n<li>Here\u2019s where we\u2019re off track.<\/li>\n\n\n\n<li>Here\u2019s what I need from you.<\/li>\n<\/ol>\n\n\n\n<p>It shows ownership and maturity. What you are doing from your team, have your boss do it for you as well. Some managers often tells me \u201cbut my boss is not doing it for me\u201d. That is no excuse. If you expect people to do things for you, you will not go far. You will remain trapped in a system that may or may not work. Ensure you have a plan to also proactively manage expectations from your management.&nbsp;<\/p>\n\n\n\n<p>When giving bad news, deliver it early and with a plan.<\/p>\n\n\n\n<p>\u201cWe\u2019re two weeks behind. I\u2019m reallocating resources and will recover half the delay. I\u2019ll update next Friday.\u201d<\/p>\n\n\n\n<p>You prefer them to remember your control, not the delay.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"how-to-manage-sideways\"><strong>How to Manage Sideways<\/strong><\/h3>\n\n\n\n<p>Your peers can make or break your initiatives. We often under-estimate this part. Ensure you use some of your lobbying power progressively across the company : Invest in trust before you need favors.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"640\" height=\"1024\" src=\"http:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/Untitled-design-14-640x1024.jpg\" alt=\"Example of a stakeholder map for new managers showing allies, neutral peers, and potential blockers \u2014 part of new manager tips for preparing before starting a new role.\" class=\"wp-image-47997\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/Untitled-design-14-640x1024.jpg 640w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/Untitled-design-14-188x300.jpg 188w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/Untitled-design-14-768x1229.jpg 768w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/Untitled-design-14.jpg 800w\" sizes=\"auto, (max-width: 640px) 100vw, 640px\" \/><figcaption class=\"wp-element-caption\">A stakeholder mapping example for new managers to identify key allies, neutral peers, and difficult relationships before stepping into a leadership role.<\/figcaption><\/figure>\n\n\n\n<p>Practical moves:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Attend one cross-department meeting each month.<\/li>\n\n\n\n<li>Praise publicly when another team helps yours.<\/li>\n\n\n\n<li>Share resources instead of hoarding credit.<br><\/li>\n<\/ul>\n\n\n\n<p>Build allies, not bureaucratic rivals.<\/p>\n\n\n\n<p>Monday-Morning Test:<strong><br><\/strong>Identify the stakeholders that have some influence in the delivery of your team\u2019s or department\u2019s success. Meet them frequently over coffee to build trust and ensure you are aligned on roadblocks or common deliverables. Being a manager also means to manage influences sideways.&nbsp;<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"8-managing-yourself-consistency-beats-charisma\"><strong>9. Managing Yourself: How Consistency Beats Charisma<\/strong> for Every New Manager<\/h2>\n\n\n\n<p>You can\u2019t lead if you\u2019re depleted.<br>Every new manager eventually learns the hard way that time and energy are finite resources.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"create-your-weekly-rhythm\"><strong>Create Your Weekly Rhythm<\/strong><\/h3>\n\n\n\n<p>Structure breeds sanity. My best advice is to manage with your calendar and ensure the time reparation in terms of what you delegate, your time being in front of the right priorities and also for individual outputs. Again, double check your individual output to ensure you are not working on tasks that could be delegated. As a manager, you may decide to allocate time on building \/ fixing processes handling tasks your subordinates are supposed to work on.&nbsp;<\/p>\n\n\n\n<p><a href=\"https:\/\/mondaysimon.com\/fr\/30-60-90-day-plan-manager\/\">Get actionable insights for your first 90 days as a new manager.<\/a><\/p>\n\n\n\n<p>Set Boundaries Early: If you answer emails at 11 p.m. in week one, it becomes normal forever.<\/p>\n\n\n\n<p><span style=\"text-decoration: underline;\">Clarify with your team your work standards:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Working hours<\/li>\n\n\n\n<li>Response-time expectations<\/li>\n\n\n\n<li>What counts as an emergency<\/li>\n<\/ul>\n\n\n\n<p>Communicate it clearly and stick to it.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"find-your-support-system\"><strong>Find Your Support System<\/strong><\/h3>\n\n\n\n<p>Even seasoned leaders need a sounding board.<br>Seek mentors, peers, or communities where you can vent and learn.<\/p>\n\n\n\n<p>If your company doesn\u2019t provide one, build your own network: manager circles, or structured programs like my <a href=\"https:\/\/academy.mondaysimon.com\/\">Manager Development Program.<\/a><\/p>\n\n\n\n<p>Monday-Morning Test:<strong><br><\/strong>Block one hour of \u201cmanager time\u201d in your calendar this week. Guard it. Use it for thinking, not doing.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"9-the-manager-growth-roadmap\"><strong>10. The New Manager Growth Roadmap<\/strong><\/h2>\n\n\n\n<p>When you have built the basics : direction, feedback, systems, rhythm. Now comes the long game: becoming the kind of manager people <em>want<\/em> to follow, not just <em>have to<\/em>.&nbsp;<\/p>\n\n\n\n<p>Leadership is not a title; it\u2019s a series of upgraded behaviors. The difference between mediocre and great managers isn\u2019t raw talent, it\u2019s how intentionally they keep improving.<\/p>\n\n\n\n<p><a href=\"https:\/\/mondaysimon.com\/fr\/what-is-the-difference-between-manager-and-leader\/\" target=\"_blank\" rel=\"noreferrer noopener\">Learn about the difference between leader and manager.<\/a> Now let&rsquo;s unpack how you build yourself as a manager in practice.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"step-1-audit-your-skills-honestly\"><strong>Step 1: Audit Your manager skills<\/strong><\/h3>\n\n\n\n<p>Most new managers overestimate what they know. The sooner you identify your blind spots, the faster you grow.<\/p>\n\n\n\n<p>Ask yourself:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Have I ever fired someone respectfully and cleanly?<\/li>\n\n\n\n<li>Can I confidently handle a defensive or tearful feedback reaction?<\/li>\n\n\n\n<li>Do I know how to set SMART goals without HR templates?<\/li>\n\n\n\n<li>Can I have a career conversation that inspires someone to stay?<\/li>\n\n\n\n<li>Do I actually coach, or do I just give advice and call it coaching?<\/li>\n<\/ul>\n\n\n\n<p>If the answer to these is <em>\u201cnot really\u201d<\/em> congratulations you are only human. <span style=\"text-decoration: underline;\">Management is a <em>practice<\/em>, not an innate skillset.<\/span><\/p>\n\n\n\n<p>Start by mapping your confidence levels from 1 (not confident) to 5 (very confident) across five core areas:<br>Goal setting \u2013 Feedback \u2013 Coaching \u2013 Performance systems \u2013 Self-management.<br> Then, prioritize learning one area per quarter.<\/p>\n\n\n\n<p>Monday-Morning Test: Pick one competency you\u2019re weakest in. Block time this week to learn, read, or watch something practical about it. If you need training support, here are the modules included in my manager development program :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Module 1: <a href=\"https:\/\/mondaysimon.com\/manager-development-program\/people-management-fundamentals\/\">People management training<\/a><\/li>\n\n\n\n<li>Module 2: <a href=\"https:\/\/mondaysimon.com\/manager-development-program\/goal-setting\/\">Goal setting for managers<\/a><\/li>\n\n\n\n<li>Module 3: <a href=\"https:\/\/mondaysimon.com\/manager-development-program\/team-development\/\">Team development training<\/a><\/li>\n\n\n\n<li>Module 4: <a href=\"https:\/\/mondaysimon.com\/manager-development-program\/feedback-coaching\/\">Coaching for managers<\/a><\/li>\n\n\n\n<li>Module 5: <a href=\"https:\/\/mondaysimon.com\/manager-development-program\/performance-management\/\">Performance management for managers<\/a><\/li>\n\n\n\n<li>Module 6: <a href=\"https:\/\/mondaysimon.com\/manager-development-program\/recruitment\/\" data-type=\"page\" data-id=\"49759\">Recruitment in practice<\/a><\/li>\n<\/ul>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"step-2-create-your-personal-development-system\"><strong>Step 2: Create Your Personal Development System<\/strong><\/h3>\n\n\n\n<p>You can\u2019t wait for HR to develop you. Most HR teams are already drowning in compliance training and administrative tasks. You can either ask HR or enroll yourself in a short and practical <a href=\"https:\/\/mondaysimon.com\/manager-development\/for-new-managers\/\">new manager training<\/a> to develop your personal management system.<\/p>\n\n\n\n<p>Your system doesn\u2019t have to be fancy, just consistent.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"your-manager-development-routine\"><strong>Your Manager Development Routine<\/strong><\/h4>\n\n\n\n<ol class=\"wp-block-list\">\n<li>Monthly reflection: What worked, what didn\u2019t, what I\u2019ll do differently next month.<\/li>\n\n\n\n<li>Quarterly peer check-in: One conversation with another manager about your biggest challenge.<\/li>\n\n\n\n<li>Yearly reset: Update your leadership goals and refresh your tools.<br><\/li>\n<\/ol>\n\n\n\n<p>Tools you can use:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Journal or Notion template for reflections<\/li>\n\n\n\n<li>Calendar reminders for peer check-ins<\/li>\n\n\n\n<li>Templates from your Manager Development Program for goals and feedback tracking<br><\/li>\n<\/ul>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"step-3-manage-your-career-like-you-manage-your-team\"><strong>Step 3: Manage Your Career Like You Manage Your Team<\/strong><\/h3>\n\n\n\n<p>Being a good new manager doesn\u2019t guarantee recognition. You need to make your value visible without bragging.<\/p>\n\n\n\n<p>Practical strategies:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Keep a \u201cWins Log\u201d short bullets of results achieved, issues solved, people developed.<\/li>\n\n\n\n<li>Share updates upward every month (\u201cHere\u2019s what the team delivered\u201d).<\/li>\n\n\n\n<li>Volunteer for cross-department projects that show strategic impact.<br><\/li>\n<\/ul>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"step-4-learn-to-balance-empathy-and-accountability\"><strong>Step 4: Learn to Balance Empathy and Accountability<\/strong><\/h3>\n\n\n\n<p>One of the hardest balances for new managers is being kind without becoming soft.<br>You care about people but you also have to hit results.<\/p>\n\n\n\n<p>Simple rule:<\/p>\n\n\n\n<p>\u201cEmpathy means I understand your situation. Accountability means I still expect results.\u201d<\/p>\n\n\n\n<p>Use both in the same conversation:<\/p>\n\n\n\n<p>\u201cI know this project hit unexpected roadblocks (empathy). But we still need to deliver by Q1. What support do you need to make that happen? (accountability).\u201d<\/p>\n\n\n\n<p>That tone is firm but fair. Ensure that respect is earned.&nbsp;<\/p>\n\n\n\n<p>Monday-Morning Test:<strong><br><\/strong>Think of one team member who\u2019s missing deadlines. Write a script that balances empathy and accountability using the FIAC framework. Then use it in your next conversation.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"step-5-prepare-for-your-next-level\"><strong>Step 5: Prepare for Your Next Level<\/strong><\/h3>\n\n\n\n<p>Eventually, your role will evolve again from managing people to managing managers. That requires another upgrade: moving from control \u2192 culture.<\/p>\n\n\n\n<p>At that level, your job isn\u2019t to know every detail. It\u2019s to ensure your managers:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Know how to run feedback loops.<\/li>\n\n\n\n<li>Maintain team health metrics.<\/li>\n\n\n\n<li>Model consistent behavior.<\/li>\n<\/ul>\n\n\n\n<p>You basically need to train them on the skills you are learning yourself. Even as you grow, the fundamentals from this guide remain the foundation.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"10-the-systems-that-make-you-a-great-manager\"><strong>11. The Systems That Make You a Great New Manager<\/strong><\/h2>\n\n\n\n<p>Let\u2019s zoom out. Management isn\u2019t luck or personality it\u2019s systems you maintain every week.<\/p>\n\n\n\n<p>Your Core Management System Should Include:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>Clear goals your team understands.<\/li>\n\n\n\n<li>Feedback rhythm that\u2019s consistent and constructive.<\/li>\n\n\n\n<li>Coaching time to develop skills and independence.<\/li>\n\n\n\n<li>Performance visibility through simple metrics.<\/li>\n\n\n\n<li>Upward and cross-functional alignment to protect your team from chaos.<\/li>\n\n\n\n<li>Self-management to keep you grounded and credible.<\/li>\n<\/ol>\n\n\n\n<p>Review your <a href=\"https:\/\/mondaysimon.com\/fr\/new-manager-checklist\/\" data-type=\"link\" data-id=\"https:\/\/mondaysimon.com\/new-manager-checklist\/\">new manager checklist<\/a>. <br>If these systems are running, you\u2019ll deliver performance even during messy quarters.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"11-the-truth-nobody-tells-you-about-management\"><strong>12. The Truth Nobody Tells You About Management<\/strong><\/h2>\n\n\n\n<p>The higher you go, the lonelier it feels.<br>You\u2019ll spend more time listening than speaking, more time resolving tension than celebrating wins.<br>You\u2019ll have to be the calmest person in the room even when you feel lost inside.<\/p>\n\n\n\n<p>That\u2019s management. It\u2019s not about power it\u2019s about service.<\/p>\n\n\n\n<p>But it\u2019s also the most rewarding role in business. Because when you see someone grow, take ownership, and succeed because <em>you gave them the space to<\/em>, that impact that lasts beyond any metric.<\/p>\n\n\n\n<p>You don\u2019t need to be perfect.<br>You need to be consistent, fair, and human.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"14-conclusion-the-best-managers-are-made-on-monday-morning\"><strong>13. The Best Managers Are Made on Monday Morning<\/strong><\/h2>\n\n\n\n<p>Management isn\u2019t about titles, inspirational quotes, or coffee mugs that say <em>Boss Mode<\/em>.<br>It\u2019s about clarity, consistency, and courage.<\/p>\n\n\n\n<div class=\"gbp-section__inner gb-element-d73f6bbb\">\n<div class=\"gb-element-06396e6b\">\n<div class=\"gb-element-f5183e87\">\n<h2 class=\"gb-text\">Explore my manager development program<\/h2>\n\n\n\n<p class=\"gb-text\"><strong>5 Complete Modules:<\/strong> Introduction to People Management, Goal Setting, Competency Development, Coaching &amp; 1-on-1s, Performance Management in Practice.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"576\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2026\/01\/The-manager-development-program-1024x576.jpg\" alt=\"Manager development program by Monday Simon designed to build practical people management skills\" class=\"wp-image-50329\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2026\/01\/The-manager-development-program-1024x576.jpg 1024w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2026\/01\/The-manager-development-program-300x169.jpg 300w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2026\/01\/The-manager-development-program-768x432.jpg 768w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2026\/01\/The-manager-development-program-1536x864.jpg 1536w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2026\/01\/The-manager-development-program.jpg 1920w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<a class=\"gb-text gbp-button--primary gb-text-63de67df\" href=\"https:\/\/mondaysimon.com\/manager-development-program\/\" target=\"_blank\" rel=\"noopener\"><strong>Explore the Program<\/strong><\/a>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<p><\/p>\n\n\n\n<p>If you\u2019re reading this, you\u2019ve already done the hardest part: you care enough to learn.<br>Now make it count.<\/p>\n\n\n\n<p>Because the best new managers aren\u2019t born confident they build confidence one clear conversation, one delegated task, and one Monday at a time.<\/p>\n\n\n\n<p>\u201cThe best managers aren\u2019t made in training rooms. They are made on Monday morning.\u201d<\/p>\n\n\n\n<a class=\"gb-element-f9cd74ce\" href=\"https:\/\/mondaysimon.com\/manager-development\/resources\/\">\n<h6 class=\"gb-text-8a6aa7b2\"><span class=\"gb-shape\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" fill=\"none\" viewBox=\"0 0 15 15\" height=\"15\" width=\"15\"><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 3 0)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 3 6)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 3 12)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 9 0)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 9 6)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 9 12)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 15 0)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 15 6)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 15 12)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><\/svg><\/span><span class=\"gb-text\"><strong>MORE MANAGER DEVELOPMENT RESOURCES<\/strong><\/span><\/h6>\n\n\n\n<p class=\"has-accent-3-color has-text-color has-link-color wp-elements-b87ed3d2998fba641f73a91498fb9d03\" style=\"font-size:18px\">This article is part of our manager development resources.<\/p>\n<\/a>\n\n\n\n<div style=\"height:100px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"gbp-section gb-element-6f94d2a3\">\n<div class=\"gbp-section__inner gb-element-411aba00\">\n<div class=\"gb-element-c49e672e\">\n<h2 class=\"gb-text\">Stay sharp for Monday<\/h2>\n\n\n\n<p class=\"gb-text gbp-section__text--lg\">Practical resources to help managers lead smarter, faster, and with confidence.<\/p>\n<\/div>\n\n\n\n<div><div class=\"gb-looper-f0393b22\">\n<div class=\"gb-loop-item post-49173 post type-post status-publish format-standard has-post-thumbnail hentry category-manager-resources\">\n<div class=\"gbp--box-shadow gb-element-e69fd716\">\n<img loading=\"lazy\" decoding=\"async\" width=\"768\" height=\"429\" alt=\"Illustration of a manager selecting tools and documents from a bookshelf representing essential manager resources such as feedback guides, coaching templates, checklists, and goal-setting tools.\" data-media-id=\"49185\" class=\"gbp--border-radius gb-media-97e1a150\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/12\/Untitled-design-4-1-768x429.jpg\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/12\/Untitled-design-4-1-768x429.jpg 768w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/12\/Untitled-design-4-1-300x167.jpg 300w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/12\/Untitled-design-4-1-1024x572.jpg 1024w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/12\/Untitled-design-4-1.jpg 1376w\" sizes=\"auto, (max-width: 768px) 100vw, 768px\" \/>\n\n\n\n<div class=\"gbp--border-radius gb-element-080af5f6\">\n<h3 class=\"gb-text gb-text-511a3e74\">Free manager resources for new Managers<\/h3>\n\n\n\n<a class=\"gbp-button--tertiary\" href=\"https:\/\/mondaysimon.com\/fr\/manager-resources-for-new-managers\/\"><span class=\"gb-text\">View Article<\/span><span class=\"gb-shape\"><svg viewBox=\"0 0 256 256\" height=\"32\" width=\"32\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M224.49,136.49l-72,72a12,12,0,0,1-17-17L187,140H40a12,12,0,0,1,0-24H187L135.51,64.48a12,12,0,0,1,17-17l72,72A12,12,0,0,1,224.49,136.49Z\"><\/path><\/svg><\/span><\/a>\n<\/div>\n<\/div>\n<\/div>\n\n<div class=\"gb-loop-item post-47995 post type-post status-publish format-standard has-post-thumbnail hentry category-manager-resources\">\n<div class=\"gbp--box-shadow gb-element-e69fd716\">\n<img loading=\"lazy\" decoding=\"async\" width=\"768\" height=\"768\" alt=\"Illustration of a new manager trying to fix a burning airplane \u2014 a metaphor for managers taking control before things go wrong. Represents new manager tips on preparation and leadership under pressure.\" data-media-id=\"47999\" class=\"gbp--border-radius gb-media-97e1a150\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/Untitled-design-16-768x768.jpg\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/Untitled-design-16-768x768.jpg 768w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/Untitled-design-16-300x300.jpg 300w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/Untitled-design-16-150x150.jpg 150w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/Untitled-design-16.jpg 1024w\" sizes=\"auto, (max-width: 768px) 100vw, 768px\" \/>\n\n\n\n<div class=\"gbp--border-radius gb-element-080af5f6\">\n<h3 class=\"gb-text gb-text-511a3e74\">New Manager Tips: What to Do BEFORE You Step Into the Job<\/h3>\n\n\n\n<a class=\"gbp-button--tertiary\" href=\"https:\/\/mondaysimon.com\/fr\/new-manager-tips\/\"><span class=\"gb-text\">View Article<\/span><span class=\"gb-shape\"><svg viewBox=\"0 0 256 256\" height=\"32\" width=\"32\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M224.49,136.49l-72,72a12,12,0,0,1-17-17L187,140H40a12,12,0,0,1,0-24H187L135.51,64.48a12,12,0,0,1,17-17l72,72A12,12,0,0,1,224.49,136.49Z\"><\/path><\/svg><\/span><\/a>\n<\/div>\n<\/div>\n<\/div>\n\n<div class=\"gb-loop-item post-45892 post type-post status-publish format-standard has-post-thumbnail hentry category-manager-resources\">\n<div class=\"gbp--box-shadow gb-element-e69fd716\">\n<img loading=\"lazy\" decoding=\"async\" width=\"768\" height=\"512\" alt=\"New manager checklist illustration showing a manager holding a to-do list with tasks like build trust, run meetings, and delegate tasks \u2014 Monday Simon training visual.\" data-media-id=\"47908\" class=\"gbp--border-radius gb-media-97e1a150\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/Untitled-design-10-1-768x512.jpg\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/Untitled-design-10-1-768x512.jpg 768w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/Untitled-design-10-1-300x200.jpg 300w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/Untitled-design-10-1-1024x683.jpg 1024w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/Untitled-design-10-1.jpg 1248w\" sizes=\"auto, (max-width: 768px) 100vw, 768px\" \/>\n\n\n\n<div class=\"gbp--border-radius gb-element-080af5f6\">\n<h3 class=\"gb-text gb-text-511a3e74\">The New Manager Checklist : What to Actually do When You Become In Charge<\/h3>\n\n\n\n<a class=\"gbp-button--tertiary\" href=\"https:\/\/mondaysimon.com\/fr\/new-manager-checklist\/\"><span class=\"gb-text\">View Article<\/span><span class=\"gb-shape\"><svg viewBox=\"0 0 256 256\" height=\"32\" width=\"32\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M224.49,136.49l-72,72a12,12,0,0,1-17-17L187,140H40a12,12,0,0,1,0-24H187L135.51,64.48a12,12,0,0,1,17-17l72,72A12,12,0,0,1,224.49,136.49Z\"><\/path><\/svg><\/span><\/a>\n<\/div>\n<\/div>\n<\/div>\n<\/div><\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Key takeaways Becoming a new manager is one of the hardest professional transitions you will ever face. The skills that got you promoted speed, expertise, individual performance are not the skills that will now make you succeed. Yet, almost no organization prepares you for the shift. You\u2019re told to \u201clead,\u201d \u201ccommunicate,\u201d and \u201cset the example\u201d &#8230; <a title=\"The Ultimate Guide for The New Manager\" class=\"read-more\" href=\"https:\/\/mondaysimon.com\/fr\/new-manager-guide\/\" aria-label=\"En savoir plus sur The Ultimate Guide for The New Manager\">Lire plus<\/a><\/p>\n","protected":false},"author":1,"featured_media":48045,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[22],"tags":[13,12,11,7,9,10,8],"class_list":["post-48028","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-manager-resources","tag-fiac-framework","tag-grow-model","tag-manager-training","tag-new-manager","tag-one-on-one-meetings","tag-performance-management","tag-smart-goals"],"_links":{"self":[{"href":"https:\/\/mondaysimon.com\/fr\/wp-json\/wp\/v2\/posts\/48028","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/mondaysimon.com\/fr\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/mondaysimon.com\/fr\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/mondaysimon.com\/fr\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/mondaysimon.com\/fr\/wp-json\/wp\/v2\/comments?post=48028"}],"version-history":[{"count":38,"href":"https:\/\/mondaysimon.com\/fr\/wp-json\/wp\/v2\/posts\/48028\/revisions"}],"predecessor-version":[{"id":50736,"href":"https:\/\/mondaysimon.com\/fr\/wp-json\/wp\/v2\/posts\/48028\/revisions\/50736"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/mondaysimon.com\/fr\/wp-json\/wp\/v2\/media\/48045"}],"wp:attachment":[{"href":"https:\/\/mondaysimon.com\/fr\/wp-json\/wp\/v2\/media?parent=48028"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/mondaysimon.com\/fr\/wp-json\/wp\/v2\/categories?post=48028"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/mondaysimon.com\/fr\/wp-json\/wp\/v2\/tags?post=48028"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}